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D x V x F > R and the Stages of #Change

July 4th, 2011 Posted in Change Tags: , , ,

Reading again about this formula for change, it occurred to me that there’s a strong parallel with the stages of changes I recently posted about.

The formula goes this way: D x V x F > R where

  • D = Dissatisfaction with current situation
  • V = Vision for a preferred future as compared to current situation
  • F = First steps to do to start the change
  • R = natural Resistance to change

So, for any change to occur, all elements needs to be superior to zero or the change will simply not be possible.

The link I did with Stages of Change is in the order of the factors in the formula. Indeed, the initial stages of changes are:

  • Pre-contemplation stage where people don’t see any need for a change (= they’re satisfied with current situation)
  • Contemplation stage (people see the need for a change but are ambivalent about changing)
  • Preparation stage (people are committed to changing, but need help in preparing an action plan)

(The other stages are Action, Maintenance and Relapse but relate to the ongoing change or after change has been done).

To each of these stages correspond different strategies to engage people in the change (italic is a quote from Wikipedia)

  • people in the Pre-contemplation stage “typically underestimate the Pros of changing, overestimate the Cons, and often are not aware of making such mistakes. These individuals are encouraged to become more mindful of their decision-making and more conscious of the multiple benefits of changing an unhealthy behavior.” Isn’t this helping them raising their Dissatisfaction with current situation?
  • people in the Contemplation stage “learn about the kind of person they could be if they changed their behavior and learned more from people who behave in healthy ways. They’re encouraged to work at reducing the Cons of changing their behavior.” Isn’t this helping them defining their Vision of a preferred situation?
  • people in the Preparation stage “are encouraged to seek support from friends they trust, tell people about their plan to change the way the act, and think about how they would feel if they behaved in a healthier way. Their number one concern is—when they act, will they fail? They learn that the better prepared they are the more likely they are to keep progressing.” Isn’t this helping them build an Action Plan and First Steps to initiate the change? (with support from relatives)

I don’t know if one author quote the other in these different works, but there are clearly relations between one and the other.

Of course, how to provide that help is what most of this blog is about: explaining, teaching and coaching in various approaches. My last lines of thought clearly are more of the coaching side and raising intrinsic motivation in people, using, for instance, Motivational Interviewing.

Using Motivational Interviewing to elicit change under constraint (#change #lean @biggerplate #mindmap)

I’ve just finished a wonderful ebook on “Motivational Interviewing in Probation” (see my links on my delicious account) and it appeared to me that this skill may very well be suited for Lean Coaches when they don’t have the opportunity to coach top management but are asked to “do Lean” in the company.

Most of the time, managers are asked to “do Lean” and this very request triggers their change resistance upon arrival of the loca Lean expert (coach). As each managers may be on a different stage of the change model (see my previous article on Stages of Change Model), the coach should be addressing each of them differently. This mindmap explains how.

Use your new MI skills to achieve that and tell me how it works. Warning: it may look easy, but it’s some hard and live intellectual work. But who said Lean was easy anyway? 🙂

See the uploaded MI on Probation mindmap on Biggerplate here.

Increasing your change management skills with Motivational Interviewing (a new #mindmap on @biggerplate)

I just uploaded this mindmap on BiggerPlate here.

MI is an ecological way to elicit change motivation and action in people that may have been resisting it in the first place. A perfect skill to master, IMHO, for any change leader or change agent (including Lean management!).

Best of all, it fits very well with Solution Focus, as I have already said previously.

What have you done recently to help people around you accept change?

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